Can’t We All Just Get Along?

By Sherry Gouel

Hiring the right person for a job is one of the most difficult tasks business owners face. There are so many factors to consider: experience, reliability, work ethic, honesty, professionalism, and the list goes on. Adding the wrong person to your team can be detrimental to the daily work environment, but it’s not really possible to predict if a candidate will work out.

There is another important question to keep in mind during an interview. Besides work skills, does this candidate have people skills? It’s one thing to complete a task well, but can this person work with others?

Inclusiveness is an important factor in the workplace. An employee can be great at their job, be punctual, professional, and reliable, but if they cannot integrate with coworkers and be part of the team, it’s unlikely their employment will last. We’ve all met someone that for inexplicable reasons we cannot connect with. We might say, “They just rubbed me the wrong way” or “Their attitude just irritates me.” First impressions happen quickly and are difficult to change. We don’t set out to feel negatively about anyone, but it’s difficult to change our minds about our initial dislike. We tend to avoid this person and make no effort to give them a chance to prove themselves differently.

This lack of connection is difficult to change. It’s best to be proactive by looking for initial signs of friction during the interview rather than finding out a month after hiring them. Getting staff members involved in the interviewing process may help reduce future problems by testing the dynamics between existing staff and new additions. This doesn’t guarantee that there won’t be problems, but it may detect tension that could cause problems.

While no one knows if the candidate will be the right fit, there are a few things that can help. First have a list of questions to ask. Then, keep in mind that while part of the interview process is determining how comfortable and confident you feel talking to this candidate, you aren’t the only one that should be doing the interviewing.

Have existing staff join in to see how they relate to the candidate. It is often during small talk that we get to know and connect with another person. Following the interview, ask your staff how they felt about the interviewee; listen to their feedback and read between the lines. If you’ve narrowed down your choice to a few people, have your staff weigh in on this decision. It will hold them partially accountable in making sure this person gets the proper training and helping them to succeed.

Imagine a different scenario if your staff is not included in the hiring process and the new employee either lacks the people skills or doesn’t connect with coworkers. Will there be any effort to help the new worker feel part of the team? On the contrary—they may do things to exclude or alienate the new employee, hoping to make them quit. Losing employees and having to hire new ones comes with a cost.

If including staff members in the interview process is difficult, then extend the interview time by showing the candidate around the office. Stop at a few stations and allow some of your staff to show the candidate what the job consists of. All it takes is a few minutes of interaction to allow your staff the chance to meet the potential candidate and have a say in the hiring.

No one can predict whether a newly hired worker will be the right candidate, but these steps can better the chances. While a recruit may appear perfect on paper, remember that compatibility with the existing staff is just as important.